能量管理與組織公民行為相關研究－以A公司為例

Energy management and Organizational Citizenship Behavior- Using Company A as An Example

卓武漢(Cho,Wu-Han)

指導教授 ： 周素娥

國立臺中科技大學/商學院/企業管理系事業經營碩士班/碩士(2013年)

https://doi.org/10.6826/NUTC.2013.00111

摘要

一般認為傳統的時間管理能為工作與生活帶來更好的效率與生產力，但即使有好的時間管理能力，也會在運用時間同時消耗本身能量，顯得愈來愈力不從心，使得預期目標無法達成。因此，Tony Schwartz與Jim Loehr(2008)認為若要能夠面對外在環境問題與壓力，就必須要能讓本身充滿身體、情緒、心智與精神四種能量，才能有效投入工作，並展現出工作熱忱。所以，本研究試圖探討員工的能量管理是否會影響組織公民行為展現。
隨著企業大量採用派遣員工，使得派遣員工對於組織的影響也越來越大。因此，派遣員工本身在能量管理上是否與正職有所不同？且派遣員工對於組織並無直接性承諾。因此，是否會展現出比正職員工低的組織公民行為即成為本研究的研究目的。
研究結果發現派遣較正職同仁更重視「精神能量」；而正職較派遣同仁重視組織公民行為中「人際和睦」行為展現，在其他構面並沒有顯著差異。而研究中也發現到，若要提升同仁組織公民行為展現，其影響最大的是「精神能量」。因此，A公司若要有效提升同仁在組織公民行為上的展現，應當要優先提升員工「精神能量」層面，並建立起個人與組織共同價值觀與願景。

關鍵字

能量管理 ； 組織公民行為

並列摘要

It is generally believed that the traditional time management can bring better efficiency and productivity, But even with good time management skills, in the use of time can also to life consume energy itself, which seems increasingly powerless, and makes targets can not be reached. Therefore, Tony Schwartz and Jim Loehr (2008) considered that to be able to face the external environment problems and pressure, one must make itself fill with Phusical Energy, Emotional Enegry, Mental Energy and Spiritual Energy four kinds of energy, in order to effectively put in work, and show enthusiasm for work. Therefore, this study attempts to investigate the employee's Energy Management will affect Organizational Citizenship Behavior.
With the large number of enterprises employ Dispatched Workers, Dispatched Workers have greater impact on the organization. Therefore, dispatched workers are different from regular workers in energy management or not? And Dispatched Workers has no direct commitment to the organization, so whether they will show lower OCB than regular workers become this study purposes.
The results showed that. Dispatched workers emphasize more on spiritual energy than regular workers, while regular workers emphasize more on Interpersonal Harmony in organizational citizenship behavior than dispatched workers. There is no significant difference in other dimensions. The study also found that, in order to enhance colleagues OCB its greatest impact is the "spiritual energy". Therefore, if company A wants to effectively enhance the organizational citizenship behavior ,it should give priority to upgrading my colleagues "spiritual energy" level, and establish individual and organizational common values and vision.

並列關鍵字

Energy Management ； Organizational Citizenship Behavior

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